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An organization must align both the "what" and the "how" to achieve its goals on a sustainable basis. The "what" refers to the vision, mission, strategic priorities, work processes, structure and management of the organization. The "how" refers to the leadership values and behaviors displayed on a day-to-day basis.

KEY Leadership Group, LLC provides the following solutions to help organizations thrive in today’s rapidly changing global business environment:

Organizational Effectiveness

The adage “failure to plan is planning to fail” is applicable at the organization, function, and team levels. Appropriate planning means taking the time to look into the future, determining what it will take to achieve the desired results and aligning the various parts of the system to make it happen.


  • Develop a Vision of the future, a Mission or Purpose for why the organization/function/team exists and the key strategies that will take you there
  • Design the most appropriate Structure to support the vision, mission, and strategy
  • Identify and streamline key Work Processes to ensure the speed and quality required
  • Select, develop, lead and recognize the Talent required to achieve business goals

Culture Transformation

Culture can best be described as the “personality” of the organization. It is a collection of the values of the organization, the thought processes and related behaviors that people and teams exhibit each day in pursuit of goal achievement and the written and unwritten policies and procedures. Culture forms the foundation of “how” things get done in an organization. The culture of your workplace is so powerful that it can “eat a strategy for lunch,” easily undoing agreed upon business plans. It is one of the few remaining competitive differentiators available to an organization.


  • Understand the current state of your culture
  • Develop a model of the desired future culture
  • Educate and shift existing habits of employees at all levels to align with the desired culture
  • Design, align and implement supporting company systems, policies and procedures to reinforce the desired culture
  • Evaluate progress and make the necessary adjustments

Change Leadership

More and more, organizations are realizing the importance of preparing for a change in the marketplace. As a result, Change Leadership is increasingly internalized into organizations as a critical leadership competency. Unfortunately, many change efforts continue to fail, costing organizations significant amounts of time, money, customers, talented employees and productivity. Through a structured approach and proper tools, an organization can safely navigate the difficult transition of moving from the current state to the desired future state.


  • Ensure the organization, function, teams, employees and customers are prepared for the change
  • Manage the people side of the change by positively impacting employee awareness regarding the need for change, increasing employee desire to participate and support the change and developing the skills and knowledge required for employees to implement the change
  • Reinforce the desired change through various company systems, policies and procedures

Employee Engagement

Employee engagement can be defined as the extent that employees are committed to an organization. This commitment typically takes on two different types: Rational (“I need to be there”) and Emotional (“I want to be there”). An organization needs both commitment types to thrive in today’s competitive business world. We can provide your organization with an end-to-end engagement strategy that captures both the hearts and minds of your employees.


  • Develop an overall engagement strategy
  • Define the meaning of engagement
  • Measure the current level of engagement
  • Analyze the key predictors of engagement
  • Develop a plan to improve engagement
  • Design, implement and reinforce key levers to "move the needle" on engagement

Appreciative Inquiry Problem Solving

Change begins the moment that you start asking questions. The more positive the question, the greater and longer-lasting the change. This is a key skill that your leaders can use for effective change that simultaneously encourages Employee Engagement and a positive workplace culture. Appreciative Inquiry (AI) is a structured, four-step process that engages group members in a positive approach toward solving business’ most challenging problems. This shift in mindset begins at the very moment the question is asked of participants and is enabled through sharing of stories of what is "right."


  • Team members are more unified and spirited even during the most difficult problem-solving meetings
  • Group discovery and recognition of what is presently working
  • Involving the entire group in visualizing future results
  • Targeted action plans to achieve the end state

Open Space Facilitation

Many organizations realize a low ROI with traditional large-group meeting design techniques. An alternative approach is to create a more engaging and compelling multi-day meeting design utilizing Open Space Technology (OST). OST is a structured approach that provides team members with the space to create a dialogue about specific business problems and opportunities that have the greatest meaning to them. The design of the session is made in real time during the event. OST has been described as "an innovation in large group meetings"…"a game changer"…"an action learning bazaar"…"a creative concert"…"a think tank theatre"…empowering whole system change in organizations.


  • Significant cost savings in meeting preparation
  • New forms of action/problem solving are stimulated
  • Group members are more engaged in the content of the meeting
  • Highly collaborative temporary communities are formed breaking down barriers and enhancing teamwork
  • Unexpected connections, intensive networking and opportunities for idea exchange
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